Readying yourself to be a CEO requires a blend of understanding strategy, organization design, and of course, culture and talent. Exemplary CEOs leverage their strengths and have a granular understanding of the impacts and the unintended consequences of their weaknesses.
If you are the interviewee, how can you hit the ball out of the park in your interview for the top job? In this episode, you’ll get guidance from Deedee Myers, Ph.D., and Peter Myers. They are CEO and SVP, respectively, of DDJ Myers, Phoenix, CUESolutions provider for succession planning, executive recruitment, leadership coaching. Both Deedee and Peter have supported many CEO searches. Deedee emphasizes early in the show that the point of a first-round interview is to get the second-round interview. “It’s not to get the job, it’s to get through the gate,” she says.
Gender equality is a national topic: what’s the relevance for credit unions? Is there a glass ceiling? What’s a glass cliff? The 2018 NAFCU, DDJ Myers, and BFB Gallagher Leadership Study asked respondent executives and board members their thoughts regarding “executive advancement” in credit unions, and the results highlight contrasting views. During this podcast, DDJ Myers will share some of the results and how credit union directors and executives around the country are responding.
A COMPREHENSIVE OVERVIEW
Credit unions today must embrace the reality of an upcoming wave of departing CEOs and dial in on the strategic implications of a loosely arranged succession plan versus a strategically adopted approach.
As credit unions become more complex, their board members are working hard to keep pace by increasing their overall competency and mastery. In addition to speeding up the pace of their decision-making, 35-45% of credit union board members are considering sunsetting their board positions within the next three years. Couple that with the 10% of CEOs who are retiring in the next two years, and the potential for a leadership gap is real!